1.1
Pursuant to the provisions of Chapter 150E of the General Laws of
Massachusetts, this Agreement is effective this 15TH day of August, 2013
between the School Committee of the town of Swansea and the Swansea Educators'
Association.

1.2
Recognizing that our prime purpose is to provide education of the highest
possible quality for the children of Swansea and that good morale within the
teaching staff is essential to the achievement of that purpose, we, the
undersigned parties to this Agreement declare that,

1.2.1
Subject to the provisions of this Agreement, the Committee and the Superintendent
of Schools reserve and retain full rights, authority and discretion, in the
proper discharge of their duties and responsibilities, to control, supervise
and manage the Swansea Public Schools under governing law, by-laws, rules and
regulations. In all matters under this Agreement calling for the exercise of
judgment or discretion on the part of the Committee, the decision of the
Committee shall be final and binding if made in good faith, except where some
other standard of grievability or arbitrability is set forth in this Agreement
or by law.

1.2.2
The teaching staff of the Swansea Public Schools has the responsibility for
providing in the classrooms education of the highest possible quality.

1.2.3
The School Committee of the Swansea Public Schools has the responsibility of
providing teaching facilities and an educational climate, which will bring
about education of the highest possible quality.

1.2.4
Fulfillment of these responsibilities can be facilitated and supported by
consultations and free exchange of views and information between the Committee,
the Superintendent, and the Swansea Educators' Association, in the formulation
and application of policies relating to wages, hours, and other conditions of employment
for the professional employees covered by the terms of this Agreement.

ARTICLE II

RECOGNITION

2.1 Subject
to the terms and provisions hereafter provided in accordance with the provisions
of Chapter 150E of the General Laws of Massachusetts, the Swansea School
Committee, hereafter referred to as the "Committee", during the term
of and to the extent provided in this Agreement, recognizes the Swansea
Educators' Association, hereafter referred to as the "Association",
as the exclusive bargaining representative with respect to salaries, wages,
hours, standards of productivity and performance, and other terms and
conditions of employment for the professional employees employed by the
Committee in the bargaining unit described as follows:

2.1.1
All classroom teachers, teaching specialists, counselors, librarians, nurses,
guidance personnel, heads of departments, subject area coordinators,
system-wide directors, coaches, and all other professional employees, including
part-time teachers and professionals defined as those teachers/professionals
who are:

a. scheduled to
work a full school year on a weekly schedule equal to or at least one-half of a
full-time classroom teacher's weekly salary schedule; or

b. scheduled to
work at least one-half of the work days in a school year on a full­time basis.

Such part-time
teacher/professionals shall be entitled to a pro rata share of the
following contractual benefits:

2.1.3
Except as otherwise specifically provided in this Agreement and when the
Association is notified otherwise in writing, the Committee designates the
Superintendent of Schools as the agent of the Committee with respect to all matters
pertaining to the administration of the provisions of this Agreement.

2.1.4
Reference to a professional employee or employees in this Agreement shall be
deemed to include male and female employees as the case may be.

2.2 There
shall be final and binding arbitration for all matters between the Committee and
the Association in accordance with Massachusetts General Laws, Chapter 150E.

ARTICLE III

COMPENSATION AND OTHER CONDITIONS OF EMPLOYMENT

3.1 Wages,
hours, standards of productivity and performance, and any other terms and conditions
of employment shall be adjusted to conform with the terms of this contract for
the duration of this contract.

5.1.1
Association members shall tender membership dues by signing the Authorization
of Dues form. In accordance with the terms of the form of Authorization of
payroll deduction hereinafter set forth, the Committee agrees to deduct
Association membership dues from the pay of each member who executes or has
executed such form and direct that the Town Treasurer remit the aggregate
amount to the Treasurer of the Association along with a list of members who
have had said dues deducted. Such remittances shall be made biweekly from
September to June. The Association agrees to notify the Superintendent on or
before October 15th in writing of the amount of Association dues to be deducted
and of the name of the current Treasurer of the Association.

5.1.2
The dues form shall be the standard dues form of the Massachusetts Teachers
Association.

5.2
Credit Union:

The Committee
agrees to make regular payroll deductions for Credit Union members. These
deductions will be made from each regular paycheck in amounts designated by
individual credit union members on appropriate payroll deduction authorization
forms.

ARTICLE VI

GRIEVANCE PROCEDURE

6.1
The purpose of the procedure set forth in this Article is to produce prompt and
equitable solutions to those problems which from time to time may arise and
affect the conditions of employment of the professional employees covered by
this Agreement. The Committee and the Association desire that such procedures
shall always be as informal and confidential as possible.

6.2
Nothing contained in this Article shall be construed as limiting the right of
any aggrieved employee from discussing his grievance informally under the
grievance procedures and from having his grievance adjusted, without the
intervention of the Association, provided that such adjustment is not
inconsistent with the terms of this Agreement and provided that the Association
has been given the opportunity to be present at such adjustment and to state
its views. All grievance discussions shall take place after school hours.

6.3
A grievance is a statement of dissatisfaction and request for adjustment of a
decision or some aspect of employment status or working conditions, which is
beyond the control of the aggrieved employee but within the control of the
School Department. This will involve disputes over interpretation or
application of this Agreement.

6.4
Employee grievances, except as is otherwise provided for herein, shall be
processed in accordance with the following procedure:

6.4.1.1 LEVEL
ONE: The aggrieved employee shall first present his grievance in writing to
his immediate supervisor. The immediate supervisor shall advise the aggrieved
employee in writing of the decision made with respect to the grievance within
four (4) teacher working days after the grievance is presented.

6.4.1.2 If
at the end of ten (10) teacher working days next following the occurrence of
any grievance or the date of first knowledge of its occurrence by any employee
affected by it, the grievance shall not have been presented at LEVEL ONE of the
procedure set forth above, the grievance shall be deemed to have been waived.
Any grievance in course under such procedure shall also be deemed to have been
waived if the action required to present it to the next level in the procedure
shall not have been taken within the time specified in the procedure.

6.4.2.1 LEVEL
TWO: If at the end of the four (4) teacher working days next following the
presentation of the grievance at LEVEL ONE, the grievance shall not have been
disposed of to the employee's satisfaction, the aggrieved employee and the
Association may, within ten (10) teacher working days thereafter, submit this
grievance in writing to the Superintendent.

6.4.2.2
The written grievance shall state all of the facts involved, the provision(s)
of the Agreement allegedly violated and the relief desired. Within seven (7)
teacher working days after receipt of the written grievance, the Superintendent
shall meet with the aggrieved employee and a representative of the Association
in an effort to settle the grievance. (in the event of the absence or
disability of the Superintendent, his designated representative shall act on
his behalf.) Within ten (10) teacher working days after the conclusion of said
meeting, the Superintendent or his representative, as the case may be, shall
advise the aggrieved employee and the Association in writing of his decision
concerning the grievance.

6.4.3
LEVEL THREE: If at the end of the seventeen (17) teacher working days
next following the presentation of the grievance at LEVEL TWO, the grievance
shall not have been disposed of to the employee's satisfaction, the aggrieved
employee and the Association may within ten (10) working days thereafter submit
his grievance in writing to the Committee. The Committee shall take up the
grievance at one of its next two meetings. The Committee agrees to place
Association grievances first on the agenda of executive sessions. The Committee
shall, within ten (10) teacher working days after the conclusion of said
meeting, advise the aggrieved employee and the Association in writing of its
decision concerning the grievance.

6.4.4
LEVEL FOUR: If the Association is not satisfied with the disposition of
the grievance at LEVEL THREE or if no decision has been rendered within ten
(10) teacher working days after said meeting (of the Committee, the Association
and the aggrieved employee), the Association may, by giving written notice to
the Committee within ten (10) teacher working days after the date of the
Committee's decision in LEVEL THREE or within twenty (20) working days after
said meeting with the Committee if no decision has been rendered, present the
grievance for arbitration. In such case the following procedure will be
followed:

6.4.4.1
The Association shall forthwith submit the grievance to the American
Arbitration Association, Boston, Massachusetts, for disposition in accordance
with the applicable rules of said American Arbitration Association. Any
arbitration hearing at which the presence of more than four (4) professional
employees covered by the terms of this Agreement is required by the Association
will be scheduled after school hours.

6.4.4.2
The arbitrator's authority shall be limited to an interpretation of the terms
of this Agreement. The arbitrator shall be without power or authority to make
any decision which requires the commission of an act prohibited by law or which
is violative of this Agreement. The arbitrator shall have no authority to
alter, modify or change in any way the terms and provisions of this Agreement.

6.4.4.3
The decision of the arbitrator shall be final and binding upon the Committee,
the Association, and the aggrieved employee. The fee and expenses of the
arbitrator shall be shared equally by the Committee and the Association.

6.5
The time limits herein above specified for the bringing and processing of a
grievance may be extended by mutual Agreement of the Association and the
Committee.

6.6
No written communication, other document or record relating to any grievance,
shall be filed in the personnel file of any employee involved in presenting
such grievance.

6.7
If in the judgment of the Association a grievance affects a group or class of
teachers, the Association may submit such a grievance at LEVEL ONE. If there is
no common supervisor, the Association may submit the grievance in writing
directly at LEVEL TWO.

ARTICLE VII

DURATION

7.1 This
Agreement shall be in effect for the period from August 15, 2013 to and including
August 15, 2016, and shall thereafter automatically renew itself for successive
terms of one (1) year each, unless, by November 1 next, prior to the expiration
of the Agreement year involved, either the Committee or the Association shall
give the other written notice of its desire to modify or terminate this
Agreement.

ARTICLE VIII

TEACHER RULES AND REGULATIONS

8.1
TEMPORARY ABSENCE: No teacher shall leave the school premises during school
hours for any length of time whatsoever without knowledge and permission of the
principal.

8.2
All SEA Professional staff will be held accountable to/for the general
responsibilities outlined in File: GC Professional Staff of the Swansea
Public School Policy Manual and Teacher Handbook Language including but not
limited to instruction, duties, dress, and collegiality.

8.3
PRACTICE TEACHERS: The Swansea School Department will accept practice teachers
from colleges in the area upon request from the college. Requests are to be
made and approved by the principal of the school in which the teacher wishes to
teach. No teacher is to be assigned to supervise a student teacher without
his/her consent. Principals shall assign only teachers with the necessary
experience and maturity to supervise student teachers. Student teachers shall
comply with all rules and regulations as the principal and Superintendent of
Schools shall direct.

8.4
ABSENCE OF PERSONNEL: In cases of necessary absence from school, the personnel
shall, except in emergency situations or situations beyond the control of the
person, notify the principal or immediate supervisor or his designee, at least
one hour prior to the time scheduled for the duties from which the person will
be absent, of such absence and the reason therefore. Personnel shall keep the
principal duly informed as to the time they intend to resume their duties.

8.5
OUTSIDE EMPLOYMENT: Teachers shall not give private tutorials in academic areas
for pay to pupils in their own classes during the current academic year.

8.6
INTERVIEWS: Teachers shall not allow prolonged interviews with parents or
others to interrupt classroom work. At the Secondary Level, parental
conferences shall be arranged by the principal and held during the
administrative period whenever possible.

8.6.1 All
teachers recognize that pursuant to M.G.L. 71B:3, that the District has the responsibility
to insure that parents can participate fully and effectively with school
personnel in the consideration and development of appropriate educational
programs for their child, a school committee shall, upon request by a parent,
provide timely access to parents and parent-designated independent evaluators
and educational consultants for observations of a childs current program and
of any program proposed for the child, including both academic and non-academic
components of any such program. Parents and their designees shall be afforded
access of sufficient duration and extent to enable them to evaluate a childs
performance in a current program and the ability of a proposed program to
enable such child to make effective progress. School committees shall impose no
conditions or restrictions on such observations except those necessary to
ensure the safety of children in a program or the integrity of the program
while under observation or to protect children in the program form disclosure
by an observer of confidential and personally identifiable information in the
event such information is obtained in the course of an observation by a parent
or a designee. (M.G.L. 71B:3)

8.7
HEAT AND VENTILATION: Teachers shall at all times give vigilant attention to
the ventilation and temperature of their classrooms. Any failure of the heating
and ventilating apparatus to operate properly shall be reported in writing immediately
by the teacher to the principal and follow up with a Maintenance Request
through the Districts electronic maintenance request system.

8.8
REGISTERS AND RECORDS: Teachers shall not be required to keep class registers
but will collect and prepare the initial data required for computer programming
of attendance records and will collect and submit any changes which occur
subsequent thereto.

8.8.1 All
teachers will comply with the provisions of M.G.L. c. 71, § 34D and § 34E and C.M.R.
603 relative to maintaining the confidentially of all student records and will
ensure that any such records within their control and possession are kept
secure, including all electronic records.

ARTICLE IX

DEPARTMENT HEADS/LEADERSHIP TEAM MEMBERS

9.1
ORGANIZATION: They shall be responsible for intra-departmental organization
and planning, use of equipment and facilities, exhibits, curriculum study and
revision. They shall plan and call departmental meetings and act as chairman.

9.2 SUPERVISION:
They shall share with the administration the responsibility for supervision of
department members, especially those of limited experience. Chairmen are an
important source of assistance and advice for new faculty members.

9.3 SOURCE
MATERIALS: They shall be responsible for a continuing study of the professional
literature of the department for materials of value to the department. They
shall make recommendations to department members of materials valuable to them.

9.4
PERSONNEL PROCUREMENT: When requested by the administration, they shall assist
in meeting and interviewing department teaching candidates for final selection
by the administration.

9.5
BUDGET: They shall prepare and submit to the Superintendent of Schools through
the principal, a preliminary and final budget for the department on dates which
are specified by the Superintendent of Schools.

9.6
INVENTORY: They shall maintain a running inventory of special supply items.

9.7
BUDGET MANAGEMENT: They shall maintain a continuous account of budget
expenditures of the department.

9.8
EQUIPMENT AND SUPPLIES: They shall have overall responsibility for materials
and supplies including audio-visual aids, which are assigned specifically to
the department, maintenance, replacement, procurement, inventory, etc. They
shall submit to the office requests and recommendations for the same.

9.9
CONFERENCES: They shall act as the primary representatives of the department at
conferences outside the school.

9.10
LIBRARY MATERIALS: They shall make recommendations to the librarian of
materials desirable for keeping adequate the department reference collection.

9.11 Leadership
Team at the Junior High School will have four (4) teaching periods/day.
Department Heads at the High School in the areas of Science, Social Studies,
Mathematics and English/Reading will have four (4) teaching periods/day.

The above listed
department heads shall have one preparation period/day and the remaining time
will be designated by the building principal.

ARTICLE X

TEACHING HOURS AND TEACHING LOADS

10.1
The Committee and the Association recognize and agree that the teachers'
responsibility to their students and their profession generally entails the
performance of duties and the expenditure of time beyond the normal working
day, but that teachers are entitled to regular time and work schedules on which
they can rely and which will be fairly and evenly maintained under normal
circumstances throughout the school system.

10.2
In an emergency, but not to exceed one period on the Elementary Level and one
period on the Secondary Level per day, teachers may be required to supervise
another teacher's class during their administration or preparation period. No
additional compensation will be paid during an administrative period. Teachers
assigned to supervise during a preparation period will be compensated at the rate
of eighteen and 50/100 ($18.50) dollars per period at the Elementary Level
eighteen and 50/100 ($18.50) dollars per period at the Secondary Level. In
instances where the principal determines that teaching is required, the
teachers will be compensated at a rate of twenty two and 50/100 ($22.50)
dollars. Compensation received under this section will not constitute
"regular compensation" for retirement purposes. Compensation received
under this section will be for the duration of the CBA.

10.2.1
Assignments will be made on a rotational basis with all the professional
teaching staff on the list.

10.2.2
All assignments will be made in a fair and equitable manner.

10.3.1
Senior teachers may be used as substitutes after dismissal of seniors at the
High School.

10.3.2
Assignments will be made on a rotational basis with all the professional
teaching staff on the list whose senior classes have completed their school
year.

10.3.3
All assignments will be made in a fair and equitable manner.

10.4 Teachers
may be required to substitute without additional compensation for other teachers
where a teacher's presence is required by the administration at a CORE
evaluation meeting under M.G.L. Section 71.Bfor a period not to exceed one
hour, no more than once a year.

10.5.1
(a) Substitution for purposes other than those described in the preceding
paragraphs (10.2 and 10.3 and 10.4) of this Article shall be compensated for at
the following rates:

2013-2014
2014-2015 2015-2016

$23.05
$23.45 $23.86

The Committee may,
at its option, schedule a teacher for compensatory time off in lieu of the
aforesaid payment.

10.5.2
In instances where a teacher voluntarily agrees to teach a class on a regular
basis, the teacher will be compensated via an annual stipend viz:

2013-2014
2014-2015 2015-2016

$4,931
$5,017 $5,105

10.6.1
Elementary: Each day shall be continuous time, thirty-four hours and
thirty-five minutes (34:35) per week.

10.6.2
Junior High School: Each day shall be continuous time, thirty-four hours and
thirty-five minutes (34:35) per week.

10.6.3
Senior High School: Each day shall be continuous time, thirty-four hours and
thirty-five minutes (34.35) per week.

10.6.4
Elementary Work Day: Six hours and fifty-five (6:55) minutes per day.

10.6.5
Junior High School Work Day: Six hours and fifty-five (6:55) minutes per day.

10.6.6
Senior High School Work Day: Six hours and fifty-five (6:55) minutes per day.

10.7
In-Service/Professional Development Program: The administration recognizes the
need for in-service programs in order to enhance and improve the curriculum.
The in-service program for the Swansea Public Schools shall consist of four (4)
full days for the duration of the CBA. Such days will be determined by the
administration and such information disseminated to the professional staff as
soon into the school year as practicable. The Association shall have a
prominent role in the planning and implementation of all activities associated
with in-service education. The Superintendent of Schools will determine the
appropriate time for in-service and his decision in this matter shall be final.
All Swansea teachers will participate in the in-service program. Students will
not be scheduled to attend school on in-service days.

10.8
The administration may call staff meetings after the end of a regular work day
without additional compensation, not to exceed sixty (60) minutes in duration.
The elementary personnel shall not exceed more than one (1) meeting per month
(reference Article 10.19). Junior High School and High School personnel shall
have no more than seven (7) meetings per year. Staff meeting will commence
within ten (10) minutes of a schools dismissal time. Except in an emergency,
staff members shall be notified of after school meetings at least three (3)
days prior.

10.8.1 The
schedule of after school staff meetings will be posted at the beginning of the school
year and such schedule shall be adhered to except in case of emergency.

10.9.1 The
work year of personnel (other than new personnel who may be required to attend
additional orientation days) covered by this Agreement shall be one hundred
eighty-four (184) days for the school year 2013-2016. These additional days
will be used for professional development activities and the lengthening of the
school year will not, during the term of this Contract result in the teachers
work year starting earlier than the Monday preceding Labor Day.

10.9.2.1
2013-2016 , in order to accommodate the professional development program, the
day before the first day of school shall be a full day for teachers and the
last day of school for students shall be the last day of school for teachers
provided that all reports are completed, all record keeping chores are
completed and the principals and/or directors are satisfied that all
professional responsibilities have been met.

10.9.3 Leadership
Team, Department heads and system wide directors are to attend five (5) after
school meetings per year of 1½ hour duration. There will be a two week prior
notice of meetings.

10.10.1
Junior and Senior High School personnel may be required to attend three (3)
evening meetings per school year. There may be one (1) evening open house and
two (2) evening parent/teacher conferences. The time of any such meeting shall
not exceed two hours. Attendance at any other evening meeting shall be
voluntary.

10.10.2
Elementary personnel may be required to attend three (3) evening meetings per
school year. There may be one (1) evening open house and two (2) evening
parent/teacher conferences. The time of any such meeting shall not exceed two hours.
Attendance at any other evening meeting shall be voluntary. Elementary
personnel may be scheduled to attend (4) afternoon meetings per school year for
the purpose of conducting parent/teacher conferences. The days of the afternoon
parent/teacher conferences shall be a half (1/2) day for students.

10.11
Personnel shall be available beyond the regular workday for core evaluation meetings
when students assigned to their responsibility are being evaluated. Personnel
shall be compensated at the following rates:

2013-2014
2014-2015 2015-2016

$23.05
$23.45 $23.86

10.12 Personnel
will have a duty-free lunch period of at least twenty-five (25) consecutive
minutes.

10.13.1
Classroom teachers will have, in addition to their lunch period, a preparation
period during which time they will be assigned no teaching duties. The
preparation period will deal directly with a subject or subjects being taught
by teachers, but will not consist of any programmed responsibility.

10.13.2
Providing for the needs of main streamed students with IEP's shall not be considered
a separate preparation.

10.13.3 Elementary
School:

All Elementary
teachers shall be guaranteed:

Five (5)
guaranteed weekly preparation periods of no less than forty-five (45) minutes
each, on a daily basis.

10.13.4
Junior High School:

10.13.4.1 All
teachers at the Junior High School level shall be scheduled to have at least forty-five
(45) minutes each day for subject preparation, in addition to a daily free
lunch period. No teacher shall be scheduled for more than twenty-five (25)
teaching periods. Skills classes shall not be considered separate preparations
and shall be scheduled during teachers' administrative periods. Any time not
assigned for either teaching or class preparation will be used for
administrative purposes. Teaching periods are those periods in which the
teacher is actively involved with pupils in the act of teaching, either as an
individual, or as a member of a teaching team, and has participated in the
planning of the instruction to be conducted. Science laboratory periods are to
be considered teaching periods. No teacher shall be scheduled for more than 260
minutes of teaching periods in one day.

10.13.4.2
Administration periods are those periods during which the teacher is programmed
for an activity other than teaching. Included among administrative assignments,
but not exclusive, will be:

10.13.4.2.3
Duties and professional projects which are related to the instructional program
of the teacher and his department, such as, but not limited to:

A. Curriculum
development and adaptation;

B. Review and
selection of instructional materials;

C. Long range and
unit planning;

D. Preparation for
departmental and other conferences;

E. Construction of
departmental and teacher tests;

F. Correction of
written work of pupils;

G. Parental
conferences; H. Pupil interviews.

10.13.5 Senior
High School:

10.13.5.1
Teachers assigned to an eight period teaching schedule will have five (5)
teaching periods per day, one (1) preparation period per day and two (2)
administrative periods per day.

10.13.5.2
Teachers assigned to a seven period teaching schedule will have no more than
twenty-five (25) teaching periods, no more than five (5) administrative periods
and no less than five (5) preparation periods in a school week.

10.13.5.3 In
any day consisting of seven (7) periods, there shall be one (1) period
designated a "Bubble". During the Bubble Period, the first half of
the period shall be devoted to traditional teaching methods and techniques and
cover traditional subject matter.

The second half of
the Bubble shall be devoted to such educationally productive activities as the
teacher may select, including, but not limited to, directed study, independent
work projects, small group projects and class or individual review; except for
science labs which will continue to be conducted throughout the entire period.

No teacher shall
be subject to discipline for his/her selection of educationally productive
activities during the second half of the "Bubble Period" as defined
above.

10.13.5.4
Teaching periods are those periods in which the teacher is actively involved with
pupils in the act of teaching, either as an individual or as a member of a
teaching team, and has participated in the planning of the instruction to be
conducted.

10.13.5.5
Science laboratory periods are to be considered teaching periods and those
teachers who teach science laboratory periods shall receive the same stipend as
that received by teachers who voluntarily agree to teach an extra class on a
regular basis as set forth in §10.5.2 above.

10.13.5.6
Administrative periods are those periods during which the teacher is programmed
for an activity other than teaching. Included among administrative assignments,
but not exclusive, will be:

10.13.5.6.3
Duties and professional projects which are related to the instructional program
of the teacher and his department, such as, but not limited to:

A. Curriculum
development and adaptation;

B. Review and
selection of instructional materials;

C. Long range and
unit planning;

D. Preparation for
departmental and other conferences;

E. Construction of
departmental and teacher tests;

F. Correction of
written work of pupils;

G. Parental
conferences; H. Pupil interviews.

10.14
Secondary school teachers will not be required to have more than a total of
three (3) teaching preparations.

10.15
The last school day preceding Thanksgiving recess shall be a half (l/2) day.

10.16
The Committee and the Association recognize that the performance of supervisory
duties by members of the bargaining unit is necessary for the protection of the
health and welfare of students. These duties shall be assigned in a fair and
equitable manner. Decisions regarding duty assignments shall be predicated upon
the availability of staff and the overall educational needs of the students.

10.17
All Elementary members of the bargaining unit may have their work day extended
18 minutes beyond the operative schedule set forth in paragraph 10.6.4 in an
emergency situation to be defined as extreme weather conditions, unexpected
delay of school busses or other circumstances beyond the control of the
administration for the purpose of supervising pupils beyond their regular
school day. Such supervisory duties shall include, but not be limited to, the
boarding and unloading of school buses. Building principals will be responsible
for assigning unit personnel to such duties and such assignments shall be made
in a fair and equitable manner.

10.18
Current non-teaching duties performed by Elementary School Department personnel
will be fairly and equitably apportioned among all Elementary School
professional staff. The administration will schedule staff to facilitate such
equitable distribution. Nothing herein shall require the administration to hire
additional staff or assign additional staff to any school.

10.19 The
last two days of the school year shall be a half (l/2) day for Elementary students.

ARTICLE XI

TEACHERS' INITIAL CONTRACT

11.1 A
teacher's initial contract shall be as follows:

The School
Committee of the town of Swansea, Massachusetts, hereby agrees to employ
.................. (to whom the term "teacher" hereinafter refers)
and the teacher hereby agrees to serve under the direction of the
Superintendent of Schools as

a
............................... In the public schools of said town, for the
school year beginning, .......................... , 20...., and ending
............................. , 20...., subject to conditions stated below.

In accordance with
the provision of the prevailing salary schedule of the School Committee for
said town, the Committee has voted and hereby agrees to pay said teacher, and
said teacher hereby agrees to accept, for service during the above-stated
periods, an annual salary rate of $ ........ , which is subject to required deductions
and other agreed-to deductions which the teacher may in writing authorize.

This contract
shall be renewed annually unless the teacher has been notified in writing prior
to June 15 in one school year that the contract will not be renewed for the
following year. For each year for which this contract is renewed the annual
salary of the teacher will be in accordance with the provisions of the
prevailing salary schedule of the School Committee for said town.

This contract may
be terminated by mutual consent at any time. It may be terminated by the
Committee for cause as provided by statute. The teacher may resign for good
reason by submitting at least thirty (30) days' written notice.

Signed
.......................................................

Teacher

Dated
........................................................

School Committee
Of Swansea, Massachusetts

By ...........................................................

Dated
.......................................................

ARTICLE XII

PRINCIPAL REVIEW

12.1
The Committee and the Association acknowledge that a teacher's primary
responsibility is to teach and his energies should, to the extent possible, be
utilized to this end. Teachers will not be required to perform the following
duties to an extent greater than now in general performed:

12.1.6
Data input for progress reports, quarterly report cards, trimester skills
assessments and parent portals. Procedures and form of reports to be determined
by agreement of the administration and association;

12.1.6.1
Teachers may input data during class;

12.1.7
Handle routine phone calls and requests for information and assist teachers in
arrangement of appointments;

12.2
No teacher, coach, advisor or other member of the SEA shall drive pupils to or
from activities which take place off school grounds unless authorized and
mutually agreed upon by the building principal, Superintendent or his/her
designee, and the students parent/guardian.;

12.3
Teachers may fill out the forms during class;

12.3.1 Distribution
will be the same as regular report card procedure;

ARTICLE XIII

TEACHER ASSIGNMENT

13.1
In order to assure that pupils are taught by teachers working within their
areas of competence, teachers cannot be assigned outside the scope of their
teacher certificates and/or their major or minor fields of study, except in the
case of an emergency, without mutual consent of the teacher and the
Superintendent.

13.2
Teachers will be notified of any substantial changes in their programs for the
coming year, including the schools to which they will be assigned, the grades
and/or subjects that they will teach, and any special or unusual classes that
they will have, as soon as practicable and under normal circumstances, not
later than the end of the prior school year. In arranging schedules for
teachers who are pre-assigned to more than one school, an effort will be made
to limit the amount of inter-school travel. Such teachers will be notified of
any changes in their schedules as soon as practicable.

13.3
Mileage payments for teachers shall be computed and paid as follows:

13.3.1
Teachers who have a regular route:

13.3.1.1
By the end of September, submit mileage to the Superintendent;

13.3.1.4
One-half (1/2) of $ ...... per year to be paid in January and one-half (2) of
mileage per year to be included in the last check received in June.

13.3.2
Teachers who have irregular travel schedules:

13.3.2.1
Mileage to be submitted each month;

13.3.2.2 Mileage
x reimbursement per mile = $ ......... due;

13.3.2.3
All $ .......... mileage payments due from the start of school until the end of
January will be included in the first check received in February. All mileage
payments due from February 1 until the end of the school year will be included
in the last check received in June.

13.4
Reimbursement for mileage shall be in such amounts as the Committee may from
time to time establish for all employees of the School Department, but in no
event less than $0.48 per mile.

13.5
If a new position is established, the salary for such position shall be in line
with established salaries.

13.6
If there are any substantial changes in the duties of any existing position,
the Committee will negotiate with the Association regarding possible
modifications in the salary for such positions.

ARTICLE XIV

TEACHER FACILITIES

14.1
Each school will have the following facilities:

14.1.1
Space in each classroom in which professional staff personnel may store
instructional materials and supplies;

14.1.2
Wherever possible, a teacher workroom containing adequate equipment and
supplies to aid in the preparation of instructional materials;

14.1.3 A
serviceable desk and chair for the teacher in each classroom;

14.1.4
Well lighted and clean teachers' rest rooms;

14.1.5
A mailbox for every teacher in each building;

14.1.6
A clean classroom in which to teach.

14.2
The Committee agrees to maintain a resource library for teachers within the
system. The resource library will be a centralized area for the storage of
teacher reference materials for all levels and will be located in the High
School library.

14.3
Wherever possible, an appropriately furnished room to be reserved for the
exclusive use of the professional staff personnel as a faculty lounge. Teachers
may, with the approval of the school principal, install and maintain equipment
for dispensing of coffee for staff and visitors.

14.4
An adequate portion of the parking lot at each school will be reserved for
teacher parking.

14.5
All the above facilities shall be included in all new buildings.

ARTICLE XV

TEACHER EVALUATION

15.1
All monitoring or observation of the work performance of a teacher will be
conducted openly and with the full knowledge of the teacher. Teachers will be
given a copy of any evaluation report prepared by their supervisors and both
parties will have the right to discuss such report with each other. Evaluation
procedures shall be administered fairly and equally.

15.2
All members of the Swansea Educators Association will be monitored and
evaluated using the Swansea Public Schools Educator Evaluation System, adopted
August 15, 2012, from the Massachusetts DESEs Educators Evaluation System, set
forth in the Massachusetts Educator Laws and Regulations  603 CMR 35.01 
35.11. The regulations are designed to:

 Promote
growth and development of teachers

 Place student
learning at the center, using multiple measures of student learning, growth and
achievement

 Recognize
excellence in teaching and develop teacher leaders

 Set a high
bar for professional teaching status

 Shorten
timelines for improvement

The evaluation
philosophy, explanation and procedures, including the evaluation cycle,
standards/indicators/elements, performance levels, educator plans and impact
rating levels are available on the district web-site and from building
principals.

15.3
Teachers shall have the right to file a grievance regarding any alleged failure
of the administration to follow the evaluation procedure. Substantive
evaluation reports shall not be subject to the grievance and arbitration
procedure.

15.4.1
Teachers will have the right, upon request, to review the contents of their
personnel file in the presence of the Superintendent or his representative. A
teacher will be entitled to have a representative of the Association accompany
him during such review. It is understood and agreed that material concerning
the teacher obtained at time of employment and which was guaranteed to the
supplier as remaining confidential, is not open to teacher inspection.

15.4.2
No material derogatory to a teacher's conduct, service, character or
personality will be placed in his personnel file unless the teacher has had the
opportunity to review such material by affixing his/her signature to the copy
to be filed with the express understanding that such signature in no way
indicates Agreement with the contents thereof. Material placed in the file will
be substantiated. The teacher will also have the right to submit a written
answer to such material and his answer shall be reviewed by the Superintendent
and signed and attached to the file copy.

15.5 Any
complaints, either oral or written, of an official nature regarding a teacher made
to any member of the administration by any parent, student or other person will
be promptly called to the attention of the teacher.

15.6
The Association recognizes the authority and responsibility of the principal
for disciplining or reprimanding a teacher for delinquency of professional
performance. If a teacher is to be disciplined or reprimanded, he will be
entitled to have a representative of the Association present.

15.7
No teacher will be disciplined, reprimanded, reduced in rank or compensation or
deprived of any professional advantage without just cause. It is agreed that
this provision shall in no way affect the Committee's statutory right not to
renew the contract of a teacher without professional status.

ARTICLE XVI

TEACHER TRANSFERS

16.1 TRANSFERS.
When transfers are considered, a teacher's area of competence, major and/or
minor field of study, quality of teaching performance and length of service in
the Swansea School System will be among the considerations in determining which
teacher is to be transferred. Any transfer will be only after a meeting between
the teacher involved and the Superintendent (or his designee), at which time
reasons will be discussed for the transfer. The Superintendent's decision will
be final.

VACANCIES
AND NEW POSITIONS

16.2.1 PROMOTIONAL
POSITIONS. Whenever any vacancy in a promotional position occurs during the
school year, it will be adequately publicized by the Superintendent by means of
a notice placed on the Superintendent's bulletin board and by providing a copy
to the Association president who may place it upon the several school bulletin
boards. During the months of July and August, written notice of any such
vacancy will be given to the president of the Association. In both situations,
the qualifications for the position, its duties, rate of compensation, and the
due date of applications will be clearly set forth. The qualifications set for
a particular position which is or will be vacant will not be changed unless the
Association has been given due notice of such changes.

16.2.3
The Committee shall have the right to fill any vacancy which occurs in an
existing administrative supervisory position by reason of transfer,
resignation, dismissal, death, or incapacity with any other person then in the
employ of the Committee in an administrative supervisory position without the
need or requirement to post the position as herein before required. The filling
of any such position which results in the employment of a person not serving in
an administrative supervisory position at the time the position is to be
filled, will be posted as hereinbefore required.

16.2.4
All qualified teachers will be given adequate opportunity to make application
for such positions, and the Committee agrees to give due weight to the
professional background and attainments of all applicants, the length of time
each has been in the school system and other relevant factors. In filling such
vacancies, consideration will be given to qualified teachers already employed
by the Committee, and each teacher applicant not selected will, upon request,
receive an explanation from the Superintendent or his designee. Appointments
will be made as soon as practicable after the due data of the application.

16.2.5
By June 15th or as soon thereafter as such positions become known, the
Superintendent will inform the Association of positions expected to be
available in the Swansea School System the following year.

16.3.1 BARGAINING
UNIT POSITIONS: A vacancy shall be defined as any new bargaining unit
position or an opening in an existing bargaining unit position.

16.3.2
Notice of all permanent vacancies to be filled shall be posted by the end of
the school year in each school, clearly setting forth qualifications for the
positions, duties, and salary ranges. Such qualifications, duties, and salary
ranges shall not be changed after having been posted without prior notice to
the Association. Notice of vacancies shall be posted at least seven (7) days
before the date when applications must be submitted. Teachers who desire to
apply for such vacancies shall submit their application, in writing, to the
Superintendent or his/her designee within the time limit specified in the
notice.

16.3.3
Voluntary transfers to vacant positions, may be made without the necessity of
posting. The Association will be notified of all such transfers.

16.3.4
When a vacancy occurs during the school year, which the Committee intends to
fill on a temporary basis for the remainder of the school year, a letter
stating the existence of a vacancy will be sent to the President of the
Association when the existence of such vacancy becomes known and a decision on
an intent to fill it is made. The Committee shall not be required, however, to
delay in making an appointment to fill the vacancy.

ARTICLE XVII

TEMPORARY LEAVES

17.1
Up to four (4) days absence with pay will be allowed for each death in the
immediate family in any school year. This allowance cannot be accumulated from
year to year, and such absence is not to be charged to sick leave. Immediate
family means: spouse, children, and any other members of the same house,
parents, grandparents, grandchildren, brothers, sisters, parents-in-law and
children-in-law.

17.2
One (1) day's absence, or such part of a day as is needed, will be allowed,
without loss of pay, for each death of close relatives in any school year, not
cumulative from year to year and not charged to sick leave. (close relative
means: uncles, aunts, cousins, nieces, nephews, brothers-in-law,
sisters-in-law, grandparent-in-law and intimate friends.) Allowance for an
intimate friend is at the discretion of the Superintendent.

17.3
One (1) day per academic year with pay will be allowed to attend the High
School or college graduation of a member of the immediate family. Such days
will be charged to annual sick leave.

17.4
VISITING DAYS: Teachers may receive two visiting days to visit other
schools for the purpose of improving classroom work, provided such visits are
approved by the principal. Such requests are to be made by the teacher in
writing to the principal; the principal shall forward such requests to the
Superintendent or his designee for final approval. These days will not be
charged to sick leave.

17.5.1 PERSONAL
DAYS: Two days per year with no loss of pay will be allowed for personal
business in cases of emergency. Personal days requested in any contract year
shall be only for personal business that is unexpected, unforeseen or that
cannot be scheduled out of school time. Requests should be made to the
principal and in writing to the Superintendent at least forty-eight (48) hours
prior. The teacher must state the general nature of the emergency by
identifying the need in one of the following areas:

A) Medical;

B) Legal;

C) Business.

17.5.2 Personal
days, whether first or second, will not be granted on the last school day
preceding and the first school day following the Thanksgiving, Christmas,
winter and spring recesses; on any Friday preceding a week in which there is a
Monday holiday; and/or any Tuesday following a Monday holiday, except as
hereinafter provided. The Superintendent may waive this requirement at his
discretion in cases of extreme emergency.

17.5.3
The Superintendent may in his sole discretion grant a personal day on the day
immediately preceding or following a school vacation period to those employees
who have not used any personal days during the school year. The granting and
use of such a personal day shall be termed a premium personal day and shall count
as the use of two regular personal days.

17.5.4
Personal days will be cumulative to a total of four (4). When a teacher has
accumulated four (4) personal days and has not utilized them by the close of
that school year, he or she will be compensated at the rate of Sixty and 00/100
($60.00) per day for the duration of the CBA.

17.6
The Committee recognizes its responsibility under the law to make reasonable
accommodations to the religious needs of its employees as per past practice.

17.7
At the time of the birth of a child in a teacher's family, the father may have
one (1) day without loss of pay and without deduction from sick leave.

17.8
At the discretion of the Superintendent, travel time may be allowed without
loss of pay and with days deducted from sick leave.

17.9.1
Up to five (5) days emergency leave shall be granted, without loss of pay, in
the event of serious illness in the professional employee's immediate family as
defined in paragraph 17.1 requiring the bedside or household attention of the
teacher.

17.9.2
Any leave taken under this section shall be deducted from the teacher's sick
leave.

17.9.3
The teacher may be required to substantiate the need for this leave.

17.10
A teacher in military reserve, such as National Guard, shall receive up to ten
(10) working days leave upon his showing proof that such obligations involve
regular annual encampment and must be fulfilled on days when school is in
session. Such leave may be extended two (2) days by special assignment. Said
teacher will be compensated by the Committee in the amount of difference
between the base pay received by said teacher from the military and his regular
teacher's salary (i.e., base salary plus advance recognition). The Committee
agrees to comply with the requirements of Federal and/or state law regarding
military leaves.

17.11
The school administration may recommend to the Committee that it extend the
scope of paid temporary leaves of absence at its full discretion based upon
whatever pertinent merit it considers as justification.

ARTICLE XVIII

EXTENDED LEAVES

18.1 Leaves
of absence without pay may be granted by the Committee upon application to
teachers who have completed three (3) years of consecutive, full-time service
in the Swansea School Department:

18.1.1
for acceptance of a teaching position related to the teacher's normal duties,
in a foreign country;

18.1.2
for study related to professional improvement in his teaching area;

18.1.3
for study to meet eligibility requirements for certification;

18.1.4
for study related to teacher's certification field;

18.1.5
for travel for education improvement.

18.2.1 In
addition to the above, the Committee may, in its sole discretion, grant leaves
of absence without pay to teachers who have completed three (3) years of
consecutive full-time service in the Swansea School Department for work in
another field. Such leave shall not exceed two years in duration. The granting
or denial of such requests shall not be subject to the grievance and
arbitration procedures.

18.2.2
Any teacher on such leave will inform the Superintendent by April 1 of the year
he is on leave of the fact and date that he will be returning.

18.3
Due to extended illness of a teacher or a member of his/her immediate family, a
teacher will be granted a leave of up to one year. This right shall be limited
to the first two applicants in the school system who apply for the same.

18.4
Upon return from an excused leave, a teacher will resume all retained credits
that were held at the time that the excused leave was granted. Upon the
teacher's return, he will be assigned to the same position he held at the time
said leave commenced, if available, or, if not, to be assured the first
occurring vacancy in any position for which he is qualified, and which he
requests. Seniority will continue to accrue during those periods when a teacher
is on extended leave.

18.5
The Committee may in its discretion, grant an unpaid leave of one (1) year to
any teacher who has completed twenty (20) years of service.

ARTICLE XIX

SICK LEAVE

19.1.1
Annual sick leave shall be allowed all teachers at the rate of fifteen (15)
school days per year accumulative to a maximum of 275 days that we hired before
June 30, 2013. Annual sick leave shall be allowed teachers at a rate of 15
school days per year, accumulated to a maximum of 210 days.

19.2 Any
teacher who in any way abuses the intent of sick leave will reimburse or have
withheld from his salary the total sick leave dollars involved and will be
subject to disciplinary action.

19.3
In the event of absence of any teacher for illness, the Committee may, if it
has reasonable cause to believe that there is an abuse of sick leave policy,
require an examination by an independent physician or by a teacher's personal
physician, such examination to be at the Committee's expense.

19.4.1
After five (5) occurrences of sick leave absence, the teacher, upon return to
school will meet with the respective building principal or other administrative
supervisor to review the teacher's attendance record. The teacher will provide
medical substantiation of the reason for the most recent absence and any prior
absences if appropriate to explain the most recent absence. The building
principal or appropriate administrative supervisor will file a written report
including a recommendation to the Superintendent of Schools. A copy of the
report will be placed in the teacher's personnel file. Any subsequent absences
for illness after this conference may require documentation by written medical
substantiation. The Superintendent of Schools may also require verification by
a doctor of the Committee's selection and expense.

19.4.2
After ten (10) occurrences of sick leave absence in any school year, the
teacher upon return to school, will meet with the Superintendent to review the
teacher's attendance record. The Superintendent will file a written report of
this meeting to the Committee and a copy of the report will be placed in the
teacher's personnel file.

19.4.3
If the teacher is absent on two subsequent occurrences, the Superintendent may
make a recommendation to the Committee concerning discipline or other
appropriate action. The Superintendent will provide the teacher with the right
to present his/her position prior to any such recommendation.

19.5.1
After the regular sick leave has expired, teachers shall have additional sick
leave in the event of an extended illness during which time the regular
substitute rate of pay will be subtracted from the teacher's salary. The amount
of additional sick leave for an extended illness each teacher will have will be
according to the following schedule:

Days Of
Additional Sick Experience In Swansea Leave For
Extended Illness

3 Years 15
Days

4-6 Years 25
Days

7-9 Years 35
Days

10
Years 50 Days

19.5.2
Extended illness shall be defined as illness, sickness or injury,
(non-maternity) which incapacitates a teacher from the performance of his or her
regular duties for a period exceeding ten (10) consecutive days. The ten (10)
consecutive days will be computed from the first day of such incapacity. Such
incapacity shall be verified by a medical certificate submitted by the teacher
with the teacher's request for additional sick leave for extended illness. The
Committee shall have the right to require an examination of the teacher or a
review of the teacher's medical record by an independent physician to verify
teacher's claim of incapacity.

19.5.3 After
regular sick leave, and/or additional sick leave for extended illness and/or
any sick leave bank benefits have expired, if applicable under the provisions
of this Article, the fraction of one hundred eighty-fourth (1/184) of annual
salary would apply as a daily deduction from the annual salary.

19.6 The
number of sick leave days which each teacher has accumulated will be made known
to the teacher by October 15.

ARTICLE XX

MATERNITY LEAVE

20.1
A female employee who has completed the initial probationary period set by the
terms of her employment, or if there is no such probationary period, who has
been employed by the same employer for at least three (3) consecutive months as
a full­time employee, who is absent from such employment for a period not
exceeding six (6) months for the purpose of giving birth, said period to be
hereinafter called maternity leave, and who shall give at least two weeks
notice to her employer of her anticipated date of departure and intention to
return, Said employee, shall be restored to her previous, or a similar position
with the same status, pay, length of service credit and Seniority, wherever
applicable, as of the date of her leave. Said maternity leave may be with or
without pay at the discretion of the employer.

20.2
Such employer shall not be required to restore an employee on maternity leave
to her previous or a similar position if other employees of equal length of
service and status in the same or similar position have been laid off due to
economic conditions or other changes in operating conditions affecting
employment during the period of such maternity leave; provided, however, that
such employee on maternity leave shall retain any preferential consideration
for another position to which she may be entitled as of the date of her leave.

20.3
Such maternity leave shall not affect the employee's right to receive vacation
time, sick leave, bonuses, advancement, Seniority, length of service credit,
benefits, plans or programs for which she was eligible at the date of her
leave, and any other advantages or rights of her employment incident to her
employment position; provided, however, that such maternity leave shall not be
included, when applicable, in the computation of such benefits, rights and
advantages; and provided further, that the employer need not provide for the
cost of any benefits, plans or programs during the period of maternity leave
unless such employer so provides for all employees on leave of absence. Nothing
in this section shall be construed to affect any bargaining Agreement or
company policy which provides for greater or additional benefits than those
required under this section.

20.4
A notice of this provision shall be posted in every establishment in which
females are employed.

20.5
For purposes of this section, an 'employer' shall be defined as in Subsection 5
of Section One of Chapter One Hundred and Fifty-One B. (added by 1972, 790 1,
approved July 19, 1972, effective 90 days thereafter.)

ARTICLE XXI

SICK LEAVE BANK

21.1 This
bank is to be used by all eligible teacher or teachers who have the misfortune of
being ill over an extended period of time not inclusive of Maternity leave.

21.2.1
By November 1 every eligible teacher will be given the opportunity to sign a
voucher stating that he/she will give the bank one (1) day of his/her sick
leave. This voucher must be turned into the Committee, consisting of the
Superintendent of Schools, two Committee members and five teachers, by November
1 in order to be eligible for that school year.

21.2.2
No meeting of the sick leave bank Committee shall be held without the presence
of at least one voting representative of the Committee and sick leave bank
benefits shall not be granted in excess of thirty (30) days at a time.

21.3 Only
those teachers who give days to the bank are entitled to draw from it, if the need
arises.

21.4.1
If a portion of the days in the bank are used in one school year, the bank will
be refilled by all teachers wishing to participate. In order to be eligible, a
teacher must donate to the bank at the beginning of every year that the bank is
in need of days.

21.4.2
If the number of days in the bank at any time exceeds 300, no days will be
asked for the following year except in the case of teachers who desire to
participate in the sick bank and have not previously participated.

21.5
If the need should arise, more than one teacher can draw from this bank
concurrently. If the bank runs out of days during the year, the teachers
participating in the bank will be given the opportunity to donate another day.

21.6
There will be a limitation of 125 days given to any teacher during one extended
illness.

21.7
The sick leave bank will apply to all teachers in the Swansea School System who
have served three (3) full years, except that those teachers already employed
are fully covered.

21.8
In instances where sick leave bank benefits are afforded a teacher on the basis
of a medical prognosis by a physician, the Committee shall have the right to
thereafter require the teacher to provide medical evidence at biweekly
intervals which substantiates the continuing medical need for sick leave and
inability to work.

21.9
Teachers shall be required, in the event of sickness, to use sick leave first,
then extended sick leave and lastly sick leave bank benefits. No more than
$70.00 per day shall be deducted from sick leave bank benefits to reimburse a
substitute teacher.

ARTICLE XXII

SABBATICAL LEAVE

22.1
Teachers covered by this contract may, subject to the approval of the
Committee, be granted sabbatical leave of one (1) year for advanced study. The
granting of sabbatical leave shall be at the sole discretion of the Committee.

22.2
Not more than three (3) teachers may be absent on sabbatical leave at any one
time.

22.3
Application for sabbatical leave shall be submitted to the Superintendent of
Schools on or before December 1 if it is to become effective in September. The
Committee will issue a decision not later than February 1. A teacher requesting
such leave shall submit an application for approval or activities for
professional improvement, specifying the reasons for which the leave is
requested. Evaluation of each application on the basis of services rendered by
the applicant and the use to be made of the requested sabbatical leave shall be
the responsibility of the Superintendent who shall report his findings to the
Committee.

22.4
Sabbatical leave shall be granted only to teachers who have served for at least
seven (7) years in the Swansea School System. A second or third such leave
shall not be authorized until a teacher shall have re-established eligibility
by serving another period of seven (7) years.

22.5
Teachers on sabbatical shall receive from the Committee fifty percent (50%) of
the salaries, which they would have received if they had remained on active
duty.

22.6
The Superintendent of Schools shall require that a teacher on sabbatical leave
submit a report to him concerning the manner in which his leave is being used.

22.7
Prior to granting of a sabbatical leave, a teacher shall enter into written
Agreement with the Committee that upon the termination of such leave, he will
return to service in the Swansea School System for a period equal to twice the
length of the leave and that, in default of completing such service, he shall
refund to the town of Swansea an amount equal to such proportion of salary
received by him while on leave as the amount of such service not actually
rendered as agreed bears to the whole amount of service agreed to be rendered.

22.8
Upon his return from sabbatical leave, a teacher's salary shall be the same as
he would have received had the period of his leave been spent in the Swansea
School System, and he shall be returned to the same position which he held at
the time said leave commenced, if available, or, if not, to a substantially
equivalent position.

22.9
Teachers on sabbatical leave shall not be eligible for tuition reimbursement as
defined in Article XXX, Paragraph 30.11.

ARTICLE XXIII

PROTECTION - INJURY BENEFIT - INSURANCE

23.1
All cases of assault suffered by teachers in line of duty connection will be
reported in writing to their immediate supervisor or principal.

23.2
The School Department will institute immediate action to remove immediately any
further exposure to conditions of assault that may continue to exist during the
period of investigation.

23.3
The parties recognize and accept the respective responsibilities mandated by
General Law Chapter 258.

23.4
Any charges against school personnel for neglect of duty, improper action, or
unfitness for duties assigned, shall be submitted in writing and signed by the
complainant. Such charges shall be first reviewed with the parties concerned by
the Superintendent, and if requested, shall be brought before the Committee in
executive session.

23.5
The Committee will maintain workmen's compensation for its employees. The
Committee will pay teachers who are on workers compensation as the result of an
injury arising during the course of employment with the Swansea School
Department, the difference, out of sick leave, between any workers compensation
payment received and the teacher's daily rate.

23.6
The Committee will extend to members of the bargaining unit, the maximum
percentage authorized by the town of the cost for any medical and/or dental
plan of the type available to town employees.

23.7
Cafeteria Plan - the Committee subject to whatever limitations as may be
imposed by state law will agree to implement a flexible benefit plan. If such
plan cannot be implemented unilaterally by the Committee, the Committee shall
recommend and support its adoption by the town.

ARTICLE XXIV

AGREEMENT STATUS

24.1 This
Agreement supersedes all prior Agreements pertaining to the salaries, standards
or productivity and performance and other terms and conditions of employment of
the professional employees of the Association for the duration of the contract.

ARTICLE XXV

PROFESSIONAL DEVELOPMENT AND EDUCATION IMPROVEMENT

25.1 The
Committee will pay the reasonable expenses (including fees, meals, lodging, and/or
transportation) incurred by teachers who attend workshops, seminars,
conferences or other professional improvement sessions at the request and/or
with the approval of the Superintendent. Travel via private vehicle will be
reimbursed at a minimum rate of forty-eight ($0.48) cents per mile or such
higher rate as may be established by the Committee for all employees.

ARTICLE XXVI

SPECIALISTS AND SPECIAL PROGRAMS

26.1 The
Committee and the Association recognize the fact that an adequate number of competent
specialists is essential to the operation of an effective educational program.

ARTICLE XXVII

ASSOCIATION COURSE OFFERINGS

27.1
Subject to the approval of the Committee, the Association may set up three (3)
credit courses of an educational nature taught by a qualified person (any
person teaching at an accredited four-year college or university). If the
guidelines are met, the Committee will not arbitrarily withhold approval of the
course offering.

27.2
The Committee will give the three (3) credits to teachers who have passed these
courses. This credit will be applied to any course requirements of teachers in
the Swansea School System and to lateral movement (M, M+15 and M+30) on the
salary schedule.

ARTICLE XXVIII

POSITIONS IN EVENING SCHOOL AND UNDER FEDERAL PROGRAMS

28.1
All new openings for evening school positions and for positions under Federal
programs will be adequately publicized by the Superintendent in each school
building as early as possible and applicants who have applied for such
positions will be notified for the action taken regarding the applications as
early as possible. Under normal circumstances, evening school offerings will be
publicized not later than September 1, and applicants be notified of the action
taken not later than September 15.

28.2
Positions in the evening school and positions under Federal Programs will, to
the extent possible, be filled first by regularly appointed teachers in the
Swansea School System. In filling such positions, consideration will be given
to a teacher's area of competence, major and/or minor field of study, quality
of teaching performance, attendance record, length of service in the Swansea
School System, and to summer school or evening school positions previously
held.

ARTICLE XXIX

REDUCTION IN FORCE

29.1
Decline in student enrollments, changes in curricular offerings, economic
restraints, or other conditions may necessitate the reduction of a number of
bargaining unit positions. The Committee shall determine when and if such
reductions are necessary. When the Committee determines that a reduction is
necessary, the following procedures shall apply:

29.1.1
The Committee shall attempt to effect such reduction by attrition whenever
possible and practicable;

29.1.2
In determining which teachers shall be laid off, the Committee shall consider
the following factors:

I. Seniority (as
hereinafter defined);

II. Type, quality
and length of classroom experience, area of certification, quality of teaching
performance and attendance record.

29.1.3 The
above factors shall govern decisions by the Committee in effecting layoffs, but
the final decision shall rest in the discretion of the Committee and may be the
subject of arbitration only if made in an arbitrary and capricious manner.

29.1.4 Seniority
is defined as a teacher's length of consecutive service in years, months and
days in a bargaining unit position.

29.1.5
Seniority shall be computed as of a teacher's first day of employment as a
full-time employee in a paid position in this bargaining unit.

29.1.6
Approved leaves of absence shall not be considered breaks in consecutive
services.

29.1.7
Instances where the total number of years, months and days are equal, Seniority
shall be determined by lot conducted by the Committee.

29.2
The Committee or the Superintendent will develop a mutually agreed to Seniority
list on or before November First of each school year. The Superintendent shall
maintain and update the list thereafter for the balance of each year. The
Superintendent will provide the SEA with a copy of any updated list throughout
the year.

29.3
In lieu of lay-off, a teacher with professional status may request that the
Committee grant him/her an unpaid leave of absence for a period of twenty-four
(24) months. Such request shall be made and submitted on a form to be provided
by the Committee. The granting of any such request shall be conditional upon
the teacher waiving any present or future rights to a dismissal hearing that
the teacher may have pursuant to the General Laws of the Commonwealth,
specifically including General Law, Chapter 71, Section 42. A teacher on leave
of absence under this provision shall have the same recall rights as a
dismissed teacher.

29.4 A
teacher with professional status who is dismissed because of a reduction in
force shall have the first right to be re-hired as provided below for positions
which become vacant up to twenty-four (24) months from the teacher's dismissal.

29.4.1 With
respect to Secondary and Special teachers, the right to re-hire shall be
limited to the positions which they held at the time of the dismissal or to
other positions in which the teacher has past proven experience in the Swansea
School System.

29.4.2
With respect to Elementary School teachers, teachers employed in the Elementary
unit shall have the first right to be re-hired in such unit or to other
positions in which the teacher has past proven experience in the Swansea School
System.

29.4.3
Consistent with the above, K-5 teachers with professional status shall have
re-hire rights in the reverse order of dismissal, provided, however, teachers
who were reduced from a particular discipline shall have preference for recall
to that discipline over those who though having past proven experience in the
Swansea School System, were reduced from a different discipline.

29.5
No teacher with professional status shall be dismissed if there is a teacher
not serving at discretion whose position the teacher with professional status
is qualified to fill.

29.6
Teacher who accepts recall shall have all the benefits accrued up to June 30 of
the school year in which the RIF notice was given restored upon recall.

29.7
Teachers who do not provide the Committee with information relative to
additional certifications, degrees, and/or advanced recognition by April 15th
of each year will not have such information considered after they receive
notice of a transfer or layoff.

ARTICLE XXX

SALARIES

30.1.1
All persons on the teacher's salary schedule will be paid by the town treasurer
based on twenty-six payments.

30.1.2
Summer lump sum payments can be made at the option of the teacher upon written
request to the Superintendent.

30.2 Basic
Teacher's Salary Scale:

2013-2014

Day 1 - 92

2013-2014

Day 93+

2014-2015

Day 1  92

2014-2015

Day 93+

2015-2016

Day 1  92

2015-2016

Day 93+

Step

Salary Scale

Salary Scale

Salary Scale

Salary Scale

Salary Scale

Salary Scale

1

$41,570.00

$42,401.00

$42,401.00

$43,143.00

$43,143.00

$43,898.00

2

$43,595.00

$44,467.00

$44,467.00

$45,245.00

$45,245.00

$46,037.00

3

$46,001.00

$46,921.00

$46,921.00

$47,742.00

$47,742.00

$48,578.00

4

$48,062.00

$49,023.00

$49,023.00

$49,881.00

$49,881.00

$50,754.00

5

$50,118.00

$51,120.00

$51,120.00

$52,015.00

$52,015.00

$52,925.00

6

$52,959.00

$54,018.00

$54,018.00

$54,963.00

$54,963.00

$55,925.00

7

$55,799.00

$56,915.00

$56,915.00

$57,911.00

$57,911.00

$58,924.00

8

$58,850.00

$60,027.00

$60,027.00

$61,077.00

$61,077.00

$62,146.00

9

$63,358.00

$63,358.00

$64,467.00

$64,467.00

$65,595.00

$65,595.00

30.3.1
Two semester hours of credit study from a school accredited by the New England
Association of Colleges and Secondary Schools or the National Council of
Accreditation of Teaching Education is required in every three-year period to
qualify for the next increment on the schedule. Evidence of this study in the
form of an official transcript must be filed in the Superintendent's office in
the teacher's personnel folder. All credits are accumulative. Before taking
courses for credit for incentive increments, teachers are required to secure
written approval from the Superintendent.

30.3.2
The Superintendent may require in-service work and recommend a given number of
credits to the Committee depending on the nature and length of in-service
study.

30.4 ADVANCE
RECOGNITION

Advance Recognition

2013-2014

2014-2015

2015-2016

30.4.3

Master's

$3,652.00

$3,716.00

$3.781.00

30.4.4

Master's Plus 15 Hours

$4,573.00

$4,723.00

$4,873.00

30.4.5

Master's Plus 30 Hours

$5,760.00

$5,910.00

$6,060.00

30.4.5.1

Second Masters

$6,835.00

$7,035.00

$7,235.00

Approved Courses In
Teacher's Field Or Related Field

30.4.6

Master's Plus 45 Hours

$7,272.00

$7,472.00

$7,672.00

30.4.7

Master's Plus 60 Hours

$7,610.00

$7,810.00

$8,010.00

30.4.8

C.A.G.S.

$7,715.00

$7,915.00

$8,115.00

30.4.9

Doctorate

$8,233.00

$8,483.00

$8,733.00

30.5.1
It is agreed that "plus" means "beyond" and that all
credits for the aforementioned advance recognition entitlements must have been
earned subsequent to the receipt of the last degree.

30.5.2
Note: Course credits beyond the Masters level must be on the graduate level.

30.6
PHD. REQUIREMENTS

30.6.1
Usually a minimum of thirty (30) credit hours beyond a Masters degree.

30.6.2
Language requirement - mastery of one or two foreign languages as determined by
the academic department conferring the degree.

30.7.1
Same as PhD. Except that competency in educational statistics and research
design is substituted for language requirement.

30.7.2 Ed.D.
Programs should be accredited by the National Council for Accreditation of
Teacher Education.

30.8
BOTH PhD. and Ed.D. REQUIREMENTS

30.8.1 No
external degree or off-campus programs will be accepted.

30.8.2 Colleges
and universities should be accredited by the regional accrediting agency (New England
Association of Schools and Colleges, etc.)

30.9
Teachers pursuing a Masters Degree must obtain prior approval of the program
from the Superintendent and each course must receive prior approval

30.10
Any teacher who anticipates movement on the advance recognition schedule shall
notify the office of the Superintendent of Schools of this in writing not later
than February First of the school year preceding the anticipated move.

30.11 TUITION
REIMBURSEMENT

30.11.1 For
employees who have been actively employed by the Committee for one (1) year or
more, the Committee will pay tuition as herein provided, after approval of the
Superintendent, of courses satisfactorily completed by the employee teaching
full time in the public schools of Swansea (part-time employee teachers will be
reimbursed on a pro rata basis), enrolled in a degree program in the
employee's field of concentration or other programs approved in advance by the
Superintendent. satisfactorily completed shall be defined as a grade of B
or above.

30.11.2
Reimbursement shall be limited to one (1) course per semester and/or two (2)
courses per year for any individual teacher.

30.11.3.1
Effective in school year 2013-2016, the Committee share of the cost of tuition
shall not exceed Seven Hundred ($700.00) Dollars for any single course approved
for reimbursement and the annual total of tuition reimbursements shall not
exceed Thirty-five Thousand ($35,000.00) Dollars. In the event that individual
teachers are denied tuition reimbursement in any year because of the foregoing
cap, such teachers shall be given priority for tuition reimbursement
entitlement in the subsequent year.

30.12.1

Director of Athletics/Faculty Manager

2013-2014

2014-2015

2015-2016

$11,904.00

$12,112.00

$12,324.00

30.12.2

Girl's Athletics

30.12.2.1

Varsity Field Hockey

30.12.2.1.1

Step 1

$2,412.00

$2,454.00

$2497.00

30.12.2.1.2

Step 2

$3,212.00

$3,268.00

$3,325.00

30.12.2.1.3

Step 3

$4,015.00

$4,085.00

$4,156.00

30.12.2.2.

J.V. Field Hockey

30.12.2.2.1

Step 1

$1,334.00

$1,357.00

$1,381.00

30.12.2.2.2

Step 2

$1,783.00

$1,814.00

$1,846.00

30.12.2.2.3

Step 3

$2,232.00

$2,271.00

$2,311.00

30.12.2.3

Varsity Basketball

30.12.2.3.1

Step 1

$3,482.00

$3,543.00

$3,605.00

30.12.2.3.2

Step 2

$4,639.00

$4,720.00

$4,803.00

30.12.2.3.3

Step 3

$5,803.00

$5,905.00

$6,008.00

30.12.2.4

J.V. Basketball

30.12.2.4.1

Step 1

$2,412.00

$2,454.00

$2,497.00

30.12.2.4.2

Step 2

$3,212.00

$3,268.00

$3,325.00

30.12.2.4.3

Step 3

$4,015.00

$4,085.00

$4,156.00

30.12.2.5

Freshman Basketball

30.12.2.5.1

Step 1

$1,874.00

$1,907.00

$1,940.00

30.12.2.5.2

Step 2

$2,498.00

$2,542.00

$2,586.00

30.12.2.5.3

Step 3

$3,125.00

$3,180.00

$3,236.00

30.12.2.6

Volleyball

30.12.2.6.1

Step 1

$2,412.00

$2,454.00

$2,497.00

30.12.2.6.2

Step 2

$3,212.00

$3,268.00

$3,325.00

30.12.2.6.3

Step 3

$4,015.00

$4,085.00

$4,156.00

30.12.2.7

J.V. Volleyball

30.12.2.7.1

Step 1

$1,334.00

$1,357.00

$1,381.00

30.12.2.7.2

Step 2

$1,783.00

$1,814.00

$1,846.00

30.12.2.7.3

Step 3

$2,232.00

$2,271.00

$2,311.00

30.12.2.8

Freshman Volleyball

30.12.2.8.1

Step 1

$1,002.00

$1,020.00

$1,038.00

30.12.2.8.2

Step 2

$1,336.00

$1,359.00

$1,383.00

30.12.2.8.3

Step 3

$1,675.00

$1,704.00

$1,734.00

30.12.2.9

Softball

2013-2014

2014-2015

2015-2016

30.12.2.9.1

Step 1

$2,812.00

$2,861.00

$2,911.00

30.12.2.9.2

Step 2

$3,751.00

$3,817.00

$3,884.00

30.12.2.9.3

Step 3

$4,687.00

$4,769.00

$4,852.00

30.12.2.10

J.V. Softball

30.12.1.10.1

Step 1

$1,874.00

$1,907.00

$1,940.00

30.12.2.10.2

Step 2

$2,498.00

$2,542.00

$2,586.00

30.12.2.10.3

Step 3

$3,125.00

$3,180.00

$3,236.00

30.12.2.11

9th Grade Softball

30.12.2.11.1

Step 1

$1,738.00

$1,768.00

$1,799.00

30.12.2.11.2

Step 2

$2,323.00

$2,364.00

$2,405.00

30.12.2.11.3

Step 3

$2,901.00

$2,952.00

$3,004.00

30.12.2.12

Gymnastics

30.12.2.12.1

Step 1

$2,412.00

$2,545.00

$2,497.00

30.12.2.12.2

Step 2

$3,212.00

$3,268.00

$3,325.00

30.12.2.12.3

Step 3

$4,015.00

$4,085.00

$4,156.00

30.12.2.13

Track

30.12.2.13.1

Step 1

$2,678.00

$2,725.00

$2,773.00

30.12.2.13.2

Step 2

$3,572.00

$3,635.00

$3,699.00

30.12.2.13.3

Step 3

$4,461.00

$4,539.00

$4,618.00

30.12.2.14

Assistant. Track

30.12.2.14.1

Step 1

$1,607.00

$1,635.00

$1,664.00

30.12.2.14.2

Step 2

$2,142.00

$2,179.00

$2,217.00

30.12.2.14.3

Step 3

$2,678.00

$2,725.00

$2,773.00

30.12.2.15

Jr. High Basketball

30.12.2.15.3

Step 3

$2,436.00

$2,479.00

$2,522.00

30.12.2.16

Jr. High Softball

30.12.2.16.3

Step 3

$2,436.00

$2,479.00

$2,522.00

30.12.2.17

Jr. High Soccer

30.12.2.17.3

Step 3

$2,436.00

$2,479.00

$2,522.00

30.12.2.17.4

Girls Soccer

Step 1

$2,412.00

$2,454.00

$2,497.00

Step 2

$3,212.00

$3,268.00

$3,325.00

Step 3

$4,015.00

$4,085.00

$4,156.00

30.12.3

Boy's Athletics

2013-2014

2014-2015

2015-2016

30.12.3.1

Varsity Football

30.12.3.1.1

Step 1

$4,423.00

$4,500.00

$4,579.00

30.12.3.1.2

Step 2

$5,895.00

$5,998.00

$6,103.00

30.12.3.1.3

Step 3

$7,366.00

$7,495.00

$7,626.00

30.12.3.2

Assistant Football

30.12.3.2.1

Step 1

$2,678.00

$2,725.00

$2,773.00

30.12.3.2.2

Step 2

$3,572.00

$3,635.00

$3,699.00

30.12.3.2.3

Step 3

$4,.461.00

$4,439.00

$4,517.00

30.12.3.7.

Cross Country

30.12.3.7.1

Step 1

$2,412.00

$2,454.00

$2,497.00

30.12.3.7.2

Step 2

$3,212.00

$3,268.00

$3,325.00

30.12.3.7.3

Step 3

$4,015.00

$4,085.00

$4,156.00

30.12.3.8.

Varsity Basketball

2013-2014

2014-2015

2015-2016

30.12.3.8.1

Step 1

$3,482.00

$3,543.00

$3,605.00

30.12.3.8.2

Step 2

$4,639.00

$4,720.00

$4,803.00

30.12.3.8.3

Step 3

$5,803.00

$5,905.00

$6,008.00

30.12.3.9.

J.V. Basketball

30.12.3.9.1

Step 1

$2,412.00

$2,454.00

$2,497.00

30.12.3.9.2

Step 2

$3,212.00

$3,268.00

$3,325.00

30.12.3.9.3

Step 3

$4,015.00

$4,085.00

$4,156.00

30.12.3.10

Freshman Basketball

30.12.3.10.1

Step 1

$1,874.00

$1,907.00

$1,940.00

30.12.3.10.2

Step 2

$2,498.00

$2,542.00

$2,586.00

30.12.3.10.3

Step 3

$3,125.00

$3,180.00

$3,236.00

30.12.3.11

Varsity Baseball

30.12.3.11.1

Step 1

$2,812.00

$2,861.00

$2,911.00

30.12.3.11.2

Step 2

$3,751.00

$3,817.00

$3,884.00

30.12.3.11.3

Step 3

$4,687.00

$4,769.00

$4,852.00

30.12.3.12

J.V. Baseball

30.12.3.12.1

Step 1

$1,874.00

$1,907.00

$1,940.00

30.12.3.12.2

Step 2

$2,498.00

$2,542.00

$2,586.00

30.12.3.12.3

Step 3

$3,125.00

$3,180.00

$3,236.00

30.12.3.13

Freshman Baseball

30.12.3.13.1

Step 1

$1,738.00

$1,768.00

$1,799.00

30.12.3.13.2

Step 2

$2,323.00

$2,364.00

$2,405.00

30.12.3.13.3

Step 3

$2,901.00

$2,952.00

$3,004.00

30.12.3.14

Track

30.12.3.14.1

Step 1

$2,678.00

$2,725.00

$2,773.00

30.12.3.14.2

Step 2

$3,572.00

$3,635.00

$3,699.00

30.12.3.14.3

Step 3

$4,461.00

$4,539.00

$4,618.00

30.12.3.15

Assistant Track

30.12.3.15.1

Step 1

$1,607.00

$1,635.00

$1,664.00

30.12.3.15.2

Step 2

$2,142.00

$2,179.00

$2,217.00

30.12.3.15.3

Step 3

$2,678.00

$2,725.00

$2,773.00

30.12.3.16

Hockey

30.12.3.16.1

Step 1

$2,678.00

$2,725.00

$2,773.00

30.12.3.16.2

Step 2

$3,572.00

$3,635.00

$3,699.00

30.12.3.16.3

Step 3

$4,461.00

$4,539.00

$4,618.00

30.12.3.17

Tennis

30.12.3.17.1

Step 1

$2,007.00

$2,042.00

$2,078.00

30.12.3.17.2

Step 2

$2,678.00

$2,725.00

$2,773.00

30.12.3.17.3

Step 3

$3,345.00

$3,404.00

$3,464.00

30.12.3.18

Soccer

30.12.3.18.1

Step 1

$2,412.00

$2,454.00

$2,497.00

30.12.3.18.2

Step 2

$3,212.00

$3,268.00

$3,325.00

30.12.3.18.3

Step 3

$4,015.00

$4,085.00

$4,156.00

30.12.3.19

J.V. Soccer

2013-2014

2014-2015

2015-2016

30.12.3.19.1

Step 1

$1,205.00

$1,226.00

$1,247.00

30.12.3.19.2

Step 2

$1,608.00

$1,636.00

$1,665.00

30.12.3.19.3

Step 3

$2,010..00

$2,045.00

$2,081.00

30.12.3.20

Golf

30.12.3.20.1

Step 1

$1,607.00

$1,635.00

$1,664.00

30.12.3.20.2

Step 2

$2,142.00

$2,179.00

$2,217.00

30.12.3.20.3

Step 3

$2,678.00

$2,725.00

$2,773.00

30.12.3.21

Jr. High Basketball

30.12.3.21.3

Step 3

$2,436.00

$2,479.00

$2,522.00

30.12.3.22

Jr. High Baseball

30.12.3.22.3

Step 3

$2,436.00

$2,479.00

$2,522.00

30.12.3.23

Jr. High Soccer

30.12.3.23.3

Step 3

$2,436.00

$2,479.00

$2,522.00

30.12.4

Miscellaneous

2013-2014

2014-2015

2015-2016

30.12.4.1.

Fall Cheerleading Advisor

30.12.4.1.3

Step 3

$1,559.00

$1,586.00

$1,614.00

30.12.4.2.

Winter Cheerleading Advisor

30.12.4.2.3

Step 3

$2,010.00

$2,045.00

$2,081.00

30.12.5 Coaches
may elect to receive their stipend as a lump sum payment within two (2) pay
periods following the end of the season. Coaches must make a written request
for such lump sum payment on their yearly applications for the positions.

30.12.5.1
While all efforts will be made to fill the above positions with members of the
teaching staff, it is understood and agreed between the parties that the
Committee may fill the above positions with individuals who are not members of
the teaching staff.

30.12.5.2
Further, in instances where a member of the bargaining unit is appointed by the
Committee to fill one of the above positions, said appointment is made only on
an annual basis. The Committee may in its discretion waive the annual
reapplication requirement for incumbents in non-athletic, extra-curricular
positions. An individual's re-appointment to a position in a subsequent year
will be determined by the Committee based upon:

30.12.5.2.1 The
individual's satisfactory performance of all duties and obligations inherent to
the position as outlined in relevant job specifications; and

30.12.5.2.2 The
recommendations of the Administration. Applications for the above positions
must be made annually, prior to June 1, for the forthcoming school year.
Applicants who are not re-appointed will be notified of such action by the
Committee. Non re-appointments, coaching, and extracurricular positions will
not be subject to the grievance and arbitration procedure.

30.12.5.2.3 This
section is intended to supersede all prior Agreements, either oral or written
pertaining to the selection and payment of athletic positions.

30.12.6
Step increases will be automatic and as follows:

30.12.6.1 First
year, (minimum) Step 1.

30.12.6.2
Second year, Step 2.

30.12.6.3
Third year, (maximum) Step 3.

30.12.6.4
The Committee may by-pass the first two steps when hiring an experienced
person.

30.12.7
Seventh and eighth grade intramurals:

30.12.7.1 Seventh
and Eighth Grade Intramural Athletics: one sport per season for boys and
girls. Two seasons of ten weeks each, two activities per season.

30.12.9
Principals will recommend the appointment of staff members, who are interested,
for each season at their respective schools. Intramurals will meet at least
twice a week for 1 1/2 hours each time, and a season will comprise ten weeks.
Any tournament play at the end of the regular season play will be conducted
with no additional remuneration.

30.13 Remuneration
for additional responsibilities and/or duties:

The Department
Heads noted in Paragraph 30.13.1.1 through and including Paragraph 30.13.1.9
shall all receive the remuneration set forth in Paragraph 30.13.1.10. The
system directors noted in Paragraph 30.13.1.1 through and including Paragraph
30.13.1.9 shall all receive the remuneration set forth in Paragraph 30.13.1.10.
Summer work, outside of the contract, will be paid per diem System Directors,
noted by an asterisk.

30.14 It
is understood and agreed between the parties that the Committee may fill the following
positions with individuals who are not members of the bargaining unit only if
there are no members of the bargaining unit qualified for same position.

2013-2014

2014-2015

2015-2016

30.14.1

National Honor Society

$634.00

$645.00

$656.00

30.14.2

Senior Class Advisor

$1,505.00

$153,100

$1,558.00

30.14.3

Junior Class Advisor

$1,403.00

$1,428.00

$1,453.00

30.14.4

Sophomore Class Advisor

$634.00

$645.00

$656.00

30.14.5

Freshman Class Advisor

$634.00

$645.00

$656.00

30.14.6

School Treasurer

$2,763.00

$2,811.00

$2,860.00

30.14.7

Cardinal Advisor

$1,276.00

$1,298.00

$1,321.00

30.14.8

Yearbook Advisor

$2,697.00

$2,744.00

$2,792.00

30.14.9

Director Of Band

$3,903.00

$3,971.00

$4,040.00

30.14.10

Student Council Advisor

$1,275.00

$1,297.00

$1,320.00

30.14.11*

Librarian

$2,404.00

$2,446.00

$2,489.00

30.14.12

Drama

30.14.12.1

Step 1

$3,154.00

$3,209.00

$3,265.00

30.14.12.2

Step 2

$3,676.00

$3,740.00

$3,805.00

30.14.12.3

Step 3

$4,206.00

$4,280.00

$4,355.00

30.14.13

Chorus

$1,114.00

$1,133.00

$1,153.00

30.14.14

Lab Band Director

$1,114.00

$1,133.00

$1,153.00

30.14.15

Math Team Advisor

$1,160.00

$1,180.00

$1,201.00

30.14.16

Honor Bowl Advisor

$913.00

$929.00

$945.00

30.14.17

Science Fair Director

$788.00

$802.00

$816.00

30.14.18

Assistant To Director Of Drama

$1,315.00

$1,338.00

$1,361.00

30.14.19

Drill Instructor

$1,315.00

$1,338.00

$1,361.00

30.14.20

Flag Twirling Instructor

$1,315.00

$1,338.00

$1,361.00

30.14.21

Percussion Instructor

$1,315.00

$1,338.00

$1,361.00

30.14.22

Foreign Language Club Advisor

$913.00

$929.00

$945.00

30.14.23

Winter Percussion

$1,357.00

$1,381.00

$1,405.00

30.14.24

Chess Club

$838.00

$853.00

$868.00

30.14.25

Musical Director

$1,114.00

$1,133.00

$1,153.00

For Drama Productions

30.14.26

Choreographer

$1,114.00

$1,133.00

$1,153.00

For Drama Productions

30.14.27

School To Career Coordinator

$4,037.00

$4,108.00

$4,180.00

30.14.28

Audio Visual Club Advisor

$1,276.00

$1,298.00

$1,321.00

30.14.29

Computer Club Advisor

$913.00

$929.00

$945.00

30.14.30

Mock Trial Club Advisor

$913.00

$929.00

$945.00

30.14.31

High School Special Ed. Lead Teacher

$2,820.00

$2,869.00

$2,191.00

(Alternative Program)

30.14.32

High School Auto Technology Coordinator

$1,536.00

$1,563.00

$1,590.00

30.14.33

High School Ski Club Advisor per trip no

$311.00

$316.00

more than two (2)

$306.00

30.14.34

Drama Technical Director per Show

$630.00

$641.00

$652.00

30.14.35

Show Choir

$1,412.00

$1,437.00

$1,462.00

30.14.36

Instrumental Music Lessons

$3,672.00

$3,736.00

$3,801.00

30.14.37

Winter Color Guard

$1,357.00

$1,381.00

$1,405.00

30.14.11** Effective
January 22, 2010, Librarian annual stipend increase is based upon change of
school day hours to include an additional one (1) hour per day to be determined
by the building Principal.

30.15 The
positions noted in Paragraph 30.15.1. Through and including Paragraph 30.15.13
shall all receive the remuneration set forth in Paragraph 30.15.14

*In instances
where the Committee elects to have the duties of either Title I Director, or
Title I Parent Advisory Committee Chairperson assumed by a bargaining unit
member the stipends shall be as noted above.

30.17
The work year of Guidance personnel shall not be governed by §10.9.1 but shall
instead be as follows:

High School
Guidance Department Head 200 Days

High School
Guidance Counselors 189 Days

Junior High School
Guidance Scheduling Counselor 200 Days

Junior High School
Guidance/Student Serving Counselor 190 Days

30.18
Any prorating of this Agreement shall be on the basis of one hundred
eighty-fourth (1/184) of the annual salary rate for each school day in which
they actually performed the duties for which they contracted.

30.19
If new positions or activities are created by the Committee during the duration
of the Agreement, the salary or payment shall be comparable to existing amounts
for similar positions.

ARTICLE XXXI

HEALTH SERVICES - SCHOOL NURSES

31.1 Department
Head - Director Of Health Services

2013-2014
2014-2015 2015-2016

$3,656.00
$3,720.00 $3,785.00

31.2
Advance Recognition - Nurses As In §30.4

31.3
All other applicable sections of the teachers contract shall apply to the
nurses.

31.4
Nurse-Pupil Ratio

A desirable
nurse-pupil ratio of not greater than 1:1000 will be maintained within
reasonable limits by the Committee.

31.5
Building principals may require full-time nurses to commence work in advance of
the normal school year. Nurses shall be compensated on a per diem basis on
those occasions.

31.6
Nursing personnel shall be available beyond the regular workday for core
evaluation meetings, immunization clinics, CPR training and evening sport
physicals. Nursing personnel shall be compensated at the following rate per
hour or any fraction thereof:

2014-2015
2015-2016

2013-2014

$24.41
$24.84 $25.27

ARTICLE XXXII

JURY DUTY

32.1
Employees who receive notice to serve on a jury of any state or Federal court
shall immediately notify the Superintendent of Schools if the notice requires
attendance during the period school is in session, so that necessary coverage
may be provided.

32.2
Employees who receive notice to serve on a jury in a Massachusetts court shall
receive their full compensation from the Committee for the first three days of
service. Employees released from jury duty after the first or second day shall
advise the Superintendent and report to work the next school day.

32.3
Employees who receive notice to serve on a jury in a Federal court or out of
state court will receive the difference between the daily compensation paid by
the court and their regular daily pay from the Committee. Employees will advise
the Superintendent and return to work the next school day after their release
from jury duty.

32.4
In the event that an employee is advised that jury service in any court may
extend beyond three days, the employee shall make a good faith effort to be
excused from such service or to have the service postponed, so as not to
disrupt the educational program by the employee's prolonged absence. In the
event that the employee is not excused from service or does not receive a
postponement, the Committee will pay the difference between the employee's
regular daily pay and jury compensation received. Payment so made will be
charged to the employee's sick leave benefit. Payment hereunder will only be
made to the extent employees have accumulated sick leave. Employees shall
advise the Superintendent and report to work the next school day following the
end of their jury service. Employees must demonstrate, upon minimal proof, that
excuse of postponement was requested to be eligible under this paragraph.

ARTICLE XXXIII

ATTENDANCE INCENTIVE

33.1
All teachers who have a perfect attendance record [no absences for any reason
with exception of an absence because of a death in the immediate family as
defined in Article XVII (17.1)] will be paid an attendance incentive payment of
$250.00 no later than the July 31st following the end of the fiscal year in
which they had perfect attendance.

33.2
Teachers who are absent for any reason during the year will receive a deduction
of $50.00 from their attendance incentive for each absence.

33.3
No teacher with five (5) or more absences will be entitled to any payment.

ARTICLE XXXIV

RETIREMENT ENTITLEMENTS

34.1 Any
teacher with at least 20 years of service who has accumulated 150 days or more
sick leave shall be entitled to a payment at retirement of the sum of $40.00
per day for each day of accumulated sick leave in excess of 50 days.

ARTICLE XXXV

AGENCY SERVICE FEE

35.1
On the 30th day after beginning of employment in a bargaining unit position,
whichever is later, each member of the bargaining unit shall be required to pay
an Agency Service Fee in accordance with one of the following three options:

35.1.1
The employee may join the Swansea Educators' Association and pay the dues as
set by the Association.

35.1.2
The employee may pay an Agency Service Fee to the Association in an amount
determined by the Association in accordance with Massachusetts General Laws,
Chapter 150e, Section 12 and the regulations promulgated there under by the
Labor Relations Commission.

35.1.3
The employee may make a contribution to the Joseph Case Scholarship Fund or
such other scholarship fund or funds as may be designated by the Association
and the Committee in an amount equal to the Agency Service Fee as set forth in
Paragraph 35.1.2 above.

35.2
Bargaining unit members shall select one of the options set forth in Paragraphs
35.1.1 through 35.1.3 above by November 1st of each year, and shall make
payment in the manner determined by the Association for all bargaining unit
members.

35.3
All members of the bargaining unit who do not become members of the
Association, pay a prescribed Agency Service Fee, or make the scholarship
contribution prior to April 1st of any given year shall, as a condition of
employment, be suspended for three (3) work days without pay, on an annual
basis.

35.4
The Association agrees to indemnify and save the Committee harmless from any
and all claims, demands, or suits or other forms of liability or costs,
including reasonable attorneys' fees, that may arise out of or by reason of any
action taken by the Committee for the purpose of complying with the provisions
of this Article.

35.5
The Association agrees to assume full responsibility for the disposition of the
Agency Service Fee money or monies received pursuant to Paragraph 35.1 hereof,
once they have been turned over to the treasurer of the Association.

35.6
No action by the Committee shall be considered against any member of the
bargaining unit for failure to meet the Agency Service Fee obligation or
scholarship contribution obligation, unless or until the Association certifies,
in writing to the Committee that said teacher has not met the obligation
imposed by this Article.

35.7
Members of the bargaining unit who challenge the validity or amount of the
Agency Service Fee shall do so in accordance with the requirements set forth in
the regulations promulgated by the Massachusetts Labor Relations Commission.

35.8
Contributions to any scholarship fund shall be made directly to the fund. If
the administrator of the fund does not notify the Association's treasurer upon
receipt of said contributions, the contributor shall be responsible for
verifying their contribution(s) to the Association.

35.9
It is understood by the Committee and the Association that deduction of Agency
Service Fee may be made by the Committee through the Town Treasurer, pursuant
to Massachusetts General Laws, Chapter 180, Sections 17c, 17e and 17g.

ARTICLE XXXVI

EXPERIENCE STIPEND

36.1 Employees
shall be paid an experience stipend each year according to their number of
years of service in a bargaining unit position with the Committee as follows:

36.1.1 The
Experience Stipend will cease upon completion of the thirty-six (36) years of service.
Completed years of service will be determined by and as of August 15th
of each year.

Years Of

2013-2014

2014-2015

2015-2016

Service

9

$1,130.00

$1,150.00

$1,170.00

10

$1,282.00

$1,304.00

$1,327.00

11

$1,436.00

$1,461.00

$1,487.00

12

$1,591.00

$1,619.00

$1,647.00

13

$1,744.00

$1,775.00

$1,806.00

14

$1,899.00

$1,932.00

$1,966.00

15

$2,053.00

$2,089.00

$2,126.00

16

$2,207.00

$2,246.00

$2,285.00

17

$2,357.00

$2,398.00

$2,440.00

18

$2,510.00

$2,554.00

$2,599.00

19

$2,668.00

$2,715.00

$2,763.00

20

$2,822.00

$2,871.00

$2,921.00

21

$2,971.00

$3,023.00

$3,076.00

22

$3,127.00

$3,182.00

$3,238.00

23

$3,281.00

$3,338.00

$3,396.00

24

$3,435.00

$3,495.00

$3,556.00

25

$3,587.00

$3,650.00

$3,714.00

26

$3,779.00

$3,845.00

$3,912.00

27

$3,972.00

$4,042.00

$4,113.00

28

$4,166.00

$4,239.00

$4,313.00

29

$4,357.00

$4,433.00

$4,511.00

30

$4,548.00

$4,628.00

$4,709.00

31

$4,741.00

$4,824.00

$4,908.00

32

$4,933.00

$5,019.00

$5,107.00

33

$5,127.00

$5,217.00

$5,308.00

34

$5,318.00

$5,411.00

$5,507.00

35

$5,510.00

$5,606.00

$5,704.00

36

$5,700.00

$5,800.00

$5,902.00

36.2
Payments will be non-cumulative and will be added to the employees annual
salary to be paid during the year.

36.3
Completed years of service will be determined as of August 15 of each year.

36.4 The
Superintendent may, in his/her discretion, credit new hires with years of prior
teaching experience outside of the bargaining unit for experience stipend
entitlement purposes.

ARTICLE XXXVII

TUITION WAIVER

37.1 Children
(natural, adoptive or foster) of teachers in the Swansea Public Schools who
live outside of the town of Swansea may be allowed to attend the Swansea Public
Schools tuition free so long as such enrollment does not result in overcrowding
in the sole and unfettered discretion of the Superintendent or his designee,
require opening another section, the hiring of additional staff, an out of
district placement or create a conflict with so-called the "school choice
law" annually. This Article will apply only to the children of teachers
holding permanent, full-time positions in the Swansea Public Schools. The
decision of the Superintendent or his designee relative to the granting of a
tuition waiver will not be subject to the provisions of the Grievance
and Arbitration Procedure (Article VI).

ARTICLE XXXVIII

SEVERANCE BENEFIT UPON RETIREMENT OR DEATH

38.1
Upon the death of an employee, his or her estate shall be entitled to a lump
sum payment of the accumulated sick leave buy back benefits to which the
employee was entitled upon the date of death.

38.2
Upon written request of a retiring employee, the Committee will, within thirty
(30) days of the effective date of an employee's retirement, contribute to a
403(b) custodial account approved by the Committee an amount equal to the
amount of unused sick leave that the employee has accumulated as of the date of
his/her retirement. The payment of such contribution to a 403(b) custodial
account by the Committee will constitute full performance and complete
discharge of the Committee's obligation to the employee with respect to the
payment of unused sick leave; and further that 403(b) custodial account
payments shall be made directly to the employee by the insurance company or
agent or custodian approved by the Committee.

If the total
amount of money to be contributed to the 403(b) custodial account would cause
the employee to exceed the limit for total 403(b) contributions for the
employer and employee for that year under the applicable limitations of the
internal revenue code, the Committee will instead make two (2) custodial
account contributions. The first purchase will be within thirty (30) days of
the effective date of an employee's retirement and will be in the amount of the
maximum permitted amount for that year. The second purchase will be in the
amount of the remainder of the total and will be made in January of the next
year.

ARTICLE XXXIX

REGIONALIZATION/TUITION AGREEMENTS

39.1 The
parties recognize and agree that the COMMITTEE may, during the term of the within
CBA, elect to enter into regionalization or tuition agreements with other
municipal entities in order to enhance the cost efficiency of its mission and
that any such election by the COMMITTEE will necessitate structural changes
within the schools. COMMITTEE and ASSOCIATION agree that, if necessary,
COMMITTEE may make such structural changes as are reasonable and necessary to
effectuate said election subject to thereafter bargaining with the Association
as to the impact of such changes on members of the bargaining unit.

SIGNATURES

In witness
whereof, the parties of the Agreement have caused these presents to be
executed by their agents hereto duly authorized and their seals affixed hereto
this _________ day of